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HomeMy WebLinkAboutOpening of Bids - Century Center Esports Arena Proj No. 119-106CR - New Era Technology ESCO Communications, LLC d/b/a New Era Technology July 16, 2020 Regional Sales Director, Mid-West See Attached See Attached See Attached See Attached See Attached See Attached See Attached See Attached See Attached See Attached INDIANA ST. JOSEPH 27 July 20 20 27 July ESCO Communications, LLC d/b/a New Era Technology $387,752.00$387,752.00 $54,360.00$54,360.00 $9,817.00 $9,817.00 $9,449.00 $9,449.00 $7,612.00 $7,612.00 $14.227.00 $14.227.00 $19,470.00 $19,470.00 $502,687.00 **Note: All pricing based strictly on project issued BOM ***Material Availability to be confirmed upon Notice-to-Proceed or Awarded Contract ESCO Communications, LLC d/b/a New Era Technology 13565 McKinley Hwy # 4 Mishawaka, IN 46545 800 613-3726 Adam Steury No Targets were identified. Within this Proposal,we have no MBE/WBE participation but we are willing to have discussions with the City of South Bend if/as required. 0% ESCO Communications, LLC $502,687.00 d/b/a New Era Technology 1 1 Adam Steury 7/27/2020 7/27/2020 ESCO Communications, LLC d/b/a New Era Technology Adam Steury260-715-3155 13565 McKinley Hwy # 4 Mishawaka Indiana46545 Adam.Steury@NewEraTech.com 11 0% ESCO Communications, LLC d/b/a New Era Technology Business Development Executive7/27/2020 No Targets were identified. Within this Proposal,we have no MBE/WBE participation but we are willing to have discussions with the City of South Bend if/as required. PART II Section 1 Experience Questionnaire CONFIDENTIALITY NOTICE: This proposal, including all attachments, is for the sole use of the intended recipient(s) and may contain confidential and privileged information. If you are not the intended recipient, you may NOT use, disclose, copy or disseminate this information. 7506 Honeywell Drive | Fort Wayne, IN 46825 | PH: 260-490-8111 | FX: 260-490-9111 | www.neweratech.com PART II Section 2 Plan and Equipment Questionnaire New Era Technology along with our subcontractor will begin as soon as we are awarded the project with th a Notice to Proceed to meet the project deadline of September 30, 2020. We will have our Project Manager on site for the pre-construction meeting to discuss the schedule and put a plan in place for another successful New Era project. We have the experience staff at our Mishawaka, Indiana office less than 7 miles from the new Bendix eSports Arena. CONFIDENTIALITY NOTICE: This proposal, including all attachments, is for the sole use of the intended recipient(s) and may contain confidential and privileged information. If you are not the intended recipient, you may NOT use, disclose, copy or disseminate this information. 7506 Honeywell Drive | Fort Wayne, IN 46825 | PH: 260-490-8111 | FX: 260-490-9111 | www.neweratech.com Bonds for our subcontractor work are covered under our provided bond. Graphic Systems, Inc. 8421 Mayhew Rd, Fort Wayne, IN 46835 - Will be used for the graphics portion of this project. A final list of our subcontractors will be provided prior to contract approval if the above listed subcontractors change. As required to meet specifications. Yes CONFIDENTIALITY NOTICE: This proposal, including all attachments, is for the sole use of the intended recipient(s) and may contain confidential and privileged information. If you are not the intended recipient, you may NOT use, disclose, copy or disseminate this information. 7506 Honeywell Drive | Fort Wayne, IN 46825 | PH: 260-490-8111 | FX: 260-490-9111 | www.neweratech.com See Below - Not pre-qualified X X Pre-Qualification b.ii Former Business Names Roth Companies Electrical Systems Company Encompass Group ESCO Communications, Inc. CONFIDENTIALITY NOTICE: This proposal, including all attachments, is for the sole use of the intended recipient(s) and may contain confidential and privileged information. If you are not the intended recipient, you may NOT use, disclose, copy or disseminate this information. 7506 Honeywell Drive | Fort Wayne, IN 46825 | PH: 260-490-8111 | FX: 260-490-9111 | www.neweratech.com Pre-Qualification b.iiiCourt or Governmental Agency Violations ESCO Communications, LLC. d/b/a New Era Technology does not have any of the listed violations from the Responsible Bidder Checklist within the preceding five (5) years. CONFIDENTIALITY NOTICE: This proposal, including all attachments, is for the sole use of the intended recipient(s) and may contain confidential and privileged information. If you are not the intended recipient, you may NOT use, disclose, copy or disseminate this information. 7506 Honeywell Drive | Fort Wayne, IN 46825 | PH: 260-490-8111 | FX: 260-490-9111 | www.neweratech.com Pre-Qualification b.iv Staffing Capabilities ESCO Communications, LLC. d/b/a New Era Technology ensures that we have sufficient employees on staff to complete the work we are bidding. CONFIDENTIALITY NOTICE: This proposal, including all attachments, is for the sole use of the intended recipient(s) and may contain confidential and privileged information. If you are not the intended recipient, you may NOT use, disclose, copy or disseminate this information. 7506 Honeywell Drive | Fort Wayne, IN 46825 | PH: 260-490-8111 | FX: 260-490-9111 | www.neweratech.com Pre-Qualification b.v Statement to perform work ESCO Communications, LLC. d/b/a New Era Technology ensures that all employees on this public works project will be properly classified as an employee under all applicable state and federal laws and local ordinances. CONFIDENTIALITY NOTICE: This proposal, including all attachments, is for the sole use of the intended recipient(s) and may contain confidential and privileged information. If you are not the intended recipient, you may NOT use, disclose, copy or disseminate this information. 7506 Honeywell Drive | Fort Wayne, IN 46825 | PH: 260-490-8111 | FX: 260-490-9111 | www.neweratech.com Pre-Qualification b.vi Evidence of Participation US DOL Apprenticeship and Training United States Department of Labor apprenticeship/training program does not exist for the type of work to be performed. CONFIDENTIALITY NOTICE: This proposal, including all attachments, is for the sole use of the intended recipient(s) and may contain confidential and privileged information. If you are not the intended recipient, you may NOT use, disclose, copy or disseminate this information. 7506 Honeywell Drive | Fort Wayne, IN 46825 | PH: 260-490-8111 | FX: 260-490-9111 | www.neweratech.com DRUG FREE WORKPLACE SUBSTANCE ABUSE POLICY New Era Technology, Inc. is committed to establishing programs to reduce the possibility of endangerment to persons or property as well as diminish absenteeism, health insurance premiums and indifferent job performance. The elements of this policy are intended to achieve the overall goal of fostering a drug-free workplace and a healthy, safe environment for our employees while balancing our respect for individual privacy. It is the policy of New Era Technology that an employee found with the presence of alcohol, illegal drugs, or a controlled substance in his/her system, or in possession of, manufacturing, using, distributing, dispensing, selling, trading, or offering for sale illegal drugs, a controlled substance or alcohol while on the job or on Company premises will be subject to disciplinary action up to and including discharge. While NEW ERA will not intrude into the personal lives of employees, we do recognize that abuse of drugs or alcohol off the job will adversely affect an customers, or the general public. Employees experiencing a drug or alcohol problem are strongly encouraged to voluntarily seek assistance. Seeking voluntary assistance for drug or alcohol related problems would not in itself subject an employee to disciplinary action. Employees who are arrested for off-the-job illegal drug or alcohol activity or in violation of any criminal drug statue may be considered to be in violation of this policy. In deciding what action to take, management will take into consideration the record with New Era, and any other factors relating to the impact and circumstances It is not the intention of this policy to restrict the normal life activities of employees who by circumstance of position or job activity, may be called to work unexpectedly. Employees are encouraged to use good judgment about performing any work activities if they are called to work unexpectedly after consuming any substance that is impairing. If this is the case, employees must decline to return to work. New Era Technology has established a drug-free awareness program to make employees aware of: a) the dangers of drug abuse in the workplace; b) our policy of maintaining a drug-free workplace; c) any available drug counseling and rehabilitation programs; and d) the penalties that may be imposed upon employees for drug-abuse violations. New Era notifies employees that as a condition of employment on a Federal contract or grant, the employee must: a) abide by the terms of this policy statement; and b) notify New Era Technology, within five (5) calendar days, if he or she is convicted of a criminal drug violation in the workplace. As a member of MICCS (Metro Indianapolis Coalition for Construction Safety), New Era Technology follows the guideline of the MICCS Substance Abuse Policy. Definitions Accredited Laboratory (SAMHSA) A federally certified laboratory approved by the Department of Health and Human Services (DHHS) for testing of prohibited items and substances. Accident/Incident Any event caused by an employee, either directly or indirectly, that results in treatment by a health care provider, or that resulted in damage to property. This would also include any serious near-miss incidents. Adulteration Tampering with a test sample by the substitution or addition of other ingredients to mask the presence or use of illegal drugs, resulting in a specimen that contains a substance that is not expected to be present in human urine, or contains a substance expected to be present but is at a concentration so high that it is not consistent with human urine. Annual is to be tested at least every 12 months. Controlled Substances Includes all illegal drugs as listed in this policy and per the Department of Transportation (DOT) limits, (including controlled substances, look alike drugs and designer drugs), prescription drugs used by one for whom they were not prescribed, overuse of prescription drugs prescribed for the user, drug paraphernalia, and alcoholic beverages in the personal possession of or being used by an employee on the premises, or while assigned to work off premises. Confirmation Test A second test performed by a SAMHSA - certified laboratory, on the same sample used for the screen test, which uses the more complex methodology of GC/MS (gas chromatography/mass spectrometry), that is more precise for the purposes of confirming or refuting screen test results. Contractor The corporation, company, or entity that performs construction or maintenance work either directly with its own employees or indirectly with employees of subcontractors, shall be interpreted to pertain to contractors and/or subcontractors, and/or both, which ever is applicable to the situation. For the purposes of this policy, NEW ERA Counterfeit Drug Card A MICCS Substance Abuse Identification Card modified in any manner without authorization from MICCS. If the card is part of a program granted reciprocity by MICCS, than modifying that card in anyway not authorized by MICCS would also be considered as a counterfeit card. Diluted Test A urine specimen with creatinine and specific gravity values that are lower than expected for human urine. Follow-up Test An employee who has had a positive test result and is subject to unscheduled follow up testing per SAP requirements will be required to have such test performed upon notification. Payment arrangements for follow up testing are the responsibility of the employee. He/His ar masculine pronouns shall be construed to include the feminine alternatives of such pronouns. Such terms are used solely for grammatical purposes and shall not be construed to limit this program or its application on the basis of gender. Medical Review Officer (MRO) A licensed physician responsible for receiving laboratory results generated by a substance abuse testing program, who has knowledge of substance abuse disorders, and who has received appropriate medical training to interpret and evaluate an i information, as certified by either the American Medical Association (AMA) or the American College of Occupational and Environmental Medicine (ACOEM). Negative Test A negative test is obtained if: (1) the screen test indicated the absence of legal or illegal substance in excess of the screen limit; or, (2) the screen test indicates the presence of legal or illegal substances in excess of the screen limit but the confirming test indicates the absence of legal or illegal substance in excess of the confirmation limits; or, (3) the screen test and confirmation test indicated the presence of a legal or illegal substance(s) in excess of the limits but the donor had a valid medical reason for the substance being detected in the specimen. Owner The corporation, company, agency, person, or other entity, that hires contractors to perform construction work and/or maintenance work on their premises. Positive Alcohol Test A positive alcohol test res test, indicates the presence of alcohol that meets or exceeds the cut-off limits of the DOT and the Commercial Drivers License (CDL) guideline requirements listed in this policy. Positive Drug Test A positive test result is obtained if the substance abuse test result indicates the presence of illegal substances that meet or exceed both the screen and confirmation limits listed in this policy, as verified by a Medical Review Officer (MRO), and the MRO has determined that the test results do not stem from use of prescription medicines, over the counter medicines, food, or any cause other than the use of illegal substances. This would also include the illegal use of prescription drugs. (Examples would include exceeding the dose of a prescription or over the counter drug and/or using prescription drugs without a prescription.) Pre-employment/Pre-Job Site Entry Screening of prospective employees to ascertain whether an applicant is capable of safely performing his duties and of meeting the pre-requisites for employment. Probable Cause/Reasonable Suspicion Shall be defined as those circumstances, based on objective evidence about the place, which would cause a reasonable person to believe that the worker is demonstrating signs of impairment due to alcohol or other drugs. Refusal to Test It is considered a refusal to test if the employee adulterated and/or substituted or refused to provide his urine specimen, or if they failed to appear for testing within a reasonable time, or to remain at the testing site until testing process is complete, or if they failed to provide a sufficient amount of urine without a medical reason, and/or failed to undergo an MRO directed medical evaluation for such a reason. Failure to cooperate with any part of the testing process, including the use of abusive language or behaving in a threatening manner, or behaving in a confrontational way that disrupts the testing procedure, shall also be considered a refusal to test. A refusal to test will be treated in the same manner as a person who has a positive test result. Return to Duty Testing If an employee has received a positive test result he must take another test, termed before he is eligible to return to work, and he must receive a negative result. Payment arrangements for this test are the responsibility of the employee. Substance Abuse Professional (SAP) A licensed physician (Medical Doctor or Doctor of Osteopathy), a licensed or certified psychologist, a licensed or certified social worker, or licensed or certified employee assistance professional. Additionally alcohol and drug abuse counselors must be certified by the National Association of Alcoholism and Drug Abuse Counselors (NAADAC) Certification Commission, a national organization that imposes qualification standards for treatment of alcohol and/or drug related disorders. All must have knowledge of and clinical experience in the diagnosis and treatment of substance abuse-related disorders, and must have successfully completed all certifications required as provided by the DOT regulations. Types and Circumstances for Testing Annual/Pre-employment Testing Each onsite contractor employee is to be tested or provide documentation of having been tested within the past 12 months, and is to participate in annual testing. To preserve resources of time and money each time an employee is tested, regardless of the reason, the latest test date will become their new annual testing date for purposes of the MICCS program. This policy prohibits a contractor from giving any more than 14 days notice to an employee of annual/pre-employment testing dates. Those employees not working onsite may also be tested annually. Post Accident Testing A substance abuse drug and alcohol test of an onsite contractor employee is required when they are involved in any accident/incident or event, caused by them either directly or indirectly, that results in treatment by a health care provider, or that results in damage to property, including any serious near-miss incident. The test is to be administered either at the time of the first physician visit, or on the day of the incident/property damage. Probable Cause/Reasonable Suspicion Testing A substance abuse drug and alcohol test shall be required at the time of observable conduct in the workplace, that would cause a reasonable person to believe that the worker is demonstrating signs of impairment due to alcohol or other drugs. Random Testing MICCS owners reserve the right to conduct random testing of contractor employees tion is truly random without discrimination or arbitrary selection. Random testing is to be an unannounced, unscheduled drug and/or alcohol test, and upon notification the employee must immediately report to the testing facility. Return to Duty Testing For an employee to be eligible to return to work after having a positive test result, he will be required to take a return to duty test, and the result must be negative. Payment arrangements for a return to duty test are the responsibility of the employee. Follow-up Testing An employee who is subject to unscheduled follow-up testing, as the result of a SAP requirement, will be required to have such test performed upon notification, and the results must be negative. Payment arrangements for follow-up testing are the responsibility of the employee. Drug Testing Procedures Specimen Collection Specimen collection will be conducted in accordance with the Department of Health Drug Testi be performed by DHHS-approved laboratories as set forth in the Federal Register. Specimen collection will be conducted in accordance with applicable state and federal law. The procedure will be designed to ensure the security and integrity of the specimen provided by each employee and those procedures will strictly follow accepted federal DOT chain-of-custody guidelines. Moreover, every reasonable effort will be made to maintain the dignity of anyone submitting a specimen for this program. 1. The employee will provide a urine specimen for the drug test. If a urine sample is not possible to obtain, an alternative specimen (i.e. saliva, breath, hair, etc.) may be provided that is acceptable for the situation. 2. A photo ID must identity be presented at the time of collection to ensure proper identity. 3. The donor will be asked to empty his pockets and display them to the collector, as required by Department of Transportation collection rules and regulations. 4. A donor will have up to two hours to provide a specimen. If he leaves before two hours and does not give a sample, he will be considered as having refused to test. The donor will be afforded privacy for the urine collection unless with a specimen, or the temperature range of the original specimen was out of normal range, or the specimen appeared to have been tampered with, or the specimen was determined invalid by the laboratory. 5. Upon completion of testing the donor will be given a copy of form CCF (Custody and Control Form) Laboratory Testing Procedures All substance analysis will be done in SAMHSA laboratories certified by DHHS (Department of Health and Human Services). MRO Procedures All drug testing shall come under the control and supervision of a physician with ational National Institute on Drug Abuse (NIDA). All testing results shall be verified by a MRO. The MRO is a licensed physician responsible for receiving laboratory results generated by a substance abuse testing program, who has knowledge of substance abuse disorders, and who has received appropriate medical training to interpret and information, as certified by either the American Medical Association (AMA) or the American College of Occupational and Environmental Medicine (ACOEM). He provides a medical review on all test results issued by the laboratory as follows: 1. If the laboratory result is negative, the review is completed and a negative result is mailed. 2. If the laboratory result is positive, adulterated, substituted, or invalid, the MRO will: a. Make one attempt to contact the donor by telephone to inform him of the results and complete an interview to determine whether a legitimate medical explanation exists for the result reported by the lab. b. If he was able to leave a message, but unable to talk to the employee by 10:00AM of the following workday morning he will call the employer to report the results. In any case, the employee always has the opportunity to discuss the test results with the MRO. Specimen Retest Protocol titution, the employee/worker has 72 hours from the time of notification to request a retest of his specimen at a different SAMHSA laboratory. The cost of the test will be the responsibility of the employee/worker. The employee may make the request verbally or in writing and make proper arrangements for payment with the MRO service. If the result of the retest is different from the original result, the test will be cancelled, and a recollection will be needed. Alcohol Testing Procedures 1. Employees involved in an accident/incident, or who are demonstrating reasonable suspicion shall be required to take an alcohol test. 2. Tests for alcohol shall be performed using the breath or blood to determine a BAC (blood alcohol content). If possible, a Breathalyzer type instrument conforming to DOT standards should be used. If that is not available, then a blood draw may be used. Failure to provide a sufficient breath sample to complete a breath test or refusing to provide a blood sample will be test. CCS Identification Card and Database Protocol 1. Test results from all MICCS required testing will be entered into the MICCS ith the entry of a negative result. 2. A MICCS card will be issued to the employee with a negative test result. A new card will not be issued each time a test is taken; The card will be issued replace a worn, unreadable card. 3. assigned identification number. If the employee is collected at a location without the capabilities to take photos, the MICCS ID card will be issued without a picture. The MICCS Substance Abuse Card is the property of MICCS and contractors are asked to make every effort to retrieve the card of any person whose card has become invalid. 4. Contractors are required to send testing results to the database for tests taken for post accident, annual, probable cause/reasonable suspicion, random, follow-up, and return to duty testing. Explanation of Drug Testing Results Negative Testing Result A result is considered negative if the laboratory finds no drug metabolite levels over database. Positive Testing Result A result is considered positive if the presence of the drug meets or exceeds both the screening and confirmation levels listed in the SAMHSA Drug Screen, as verified by a MRO, and the MRO has determined that the test results do not stem from use of prescription medications, over the counter medications, food, or any reason other than the use of illegal substances or controlled substances used illegally. Diluted Specimen A diluted specimen result will require a retest. The MICCS database manager will report the dilute to the designated contractor representative. A detailed explanation of a diluted specimen and instructions regarding recollection procedures are included in Appendix B, and are to be furnished to the employee prior to retesting. A second diluted test without a medical reason carries the same consequences as testing positive. The collection for another test must be done the following morning of the workday after the employee/contractor has been notified, unless there are acceptable circumstances communicated to and approved by the database manager. The database manager can at their discretion reject the explanation. If the two parties cannot agree they can contact the MICCS Office and the Substance Abuse Committee may consider the matter further. Refusal to Test Refusal to submit to a test will carry the same consequences as a positive test. It will be considered a refusal to test if the employee: 1. Fails to appear for any required test within a reasonable time, or fails to remain at the testing site until the testing process is complete. 2. Fails to provide sufficient amount of urine within the required time (2 hours) unless a legitimate medical explanation exists. This determination of whether a valid medical explanation exists rests with the MRO. 3. Fails to undergo a medical examination or evaluation to meet medical explanation requirements in item b above. 4. Is issued an adulterated or substituted test result. 5. Fails to cooperate with any part of the testing process (e.g., refuse to empty pockets when so directed by the collector, behaves in a confrontational way that disrupts the collection process). Adulterated Test If it is determined that a test was tampered with by the substitution or addition of other ingredients to mask the presence or use of illegal drugs as outlined earlier in this program, the test result shall be treated as a positive, and will have the same consequences as a positive test result. Sanctions/Consequences Imposed for Failing a Drug Test 1. The first time an employee has a confirmed positive test for a controlled substance while employed by New Era, regardless of when or where the substance usage occurred, the employee will be placed on an unpaid and inactive leave of absence or may be terminated from employment with New Era. 2. An employee who tests positive or refuses to test is required to surrender his/her MICCS Substance Abuse Card. 3. The employee must arrange for an evaluation with a Substance Abuse Professional (SAP) within five (5) days. An SAP Referral can be obtained from New Era Technology 4. The SAP evaluation must specify that the employee attend education classes and/or treatment, and that the employee be required to perform the actions recommended by the SAP, or his assigned rehabilitation specialists, and also require that the employee be subject to random follow-up testing not less than three times within the next twelve month period from his return to work test. Additionally the employee will not be allowed to take another MICCS drug test for at least 14 days from the date of the first positive test. 5. The employee is required to submit a letter from the SAP to the MICCS database, concerning their fitness for duty. The letter from the SAP must state the individual is fit for duty, can be returned to work, and is eligible for the return to duty test. 6. The employee must submit to a return to duty test and receive a negative result and the result must be submitted to the MICCS database for entry. 7. The employee must actively complete any ongoing rehabilitation and follow up testing required by the SAP to keep the MICCS card valid. 8. Arrangement for all costs of the above items is the responsibility of the employee. 9. An employee/worker testing positive a second time within a 12-month period will be terminated from employment with New Era. 10. The imposition of any of the above sanctions shall result in the employee/worker surrendering his MICCS Substance Abuse Card. The 11. The result of a person using a counterfeit drug card will be the same as a positive drug test. 12. Failure to contact a SAP within five (5) days or failure to enter a treatment and rehabilitation program may result in termination of employment. Employee Responsibilities being in the appropriate mental and physical condition necessary to perform work in a safe, competent manner, free of the influence of drugs and alcohol. He also has an obligation to report to his employer any medications that may impair his job performance and his or others safety. required testing and consent to the release of the drug screen results to the employer, and to the MICCS database, or for specific purposes as permitted by law. It will be considered a refusal to test if the employee adulterates and/or substitutes or refuses to provide his urine specimen, or fails to appear for testing within a reasonable time, or fails to remain at testing site until testing process is complete, or fails to provide a sufficient amount of urine, without a medical reason, and/or fails to undergo MRO directed medical evaluation. Failure to cooperate with any part of the testing process, including the use of abusive language or behaving in a threatening manner, or behaving in a confrontational way that disrupts the testing procedure, shall be treated in the same manner as a person who has a positive test result, and they shall be ineligible to work on MICCS owner sites. Owner Information - Auditing The owner reserves the right, under conditions of strict confidentiality, to inspect -four (24) hours - Owners may also request random drug testing of contractor employees working on their site. When requested to take a random drug test, the employee must immediately report for testing. Neither the employee nor the contractor shall receive prior notification of dates or times of random drug testing. APPENDIX A Testing Panel with Cut-Off Levels 8 SAMHSA DRUG SCREEN Drugs of abuse tested in a routine SAMHSA 5-Panel Screen The MICCS program will use the drug screen components and cut-off levels listed below. In addition to these levels and substances the creatinine level and specific gravity of the specimen will be measured. If the creatinine level is less than 20 ml/dl and the Specific Gravity is less than1.003, the sample will be considered dilute and another collection will be required. The second sample will be requested to be collected the 13 11 01/05 following morning from the time of notification of a diluted sample. Those samples containing adulterants or considered substituted as determined by the laboratory will be considered as a positive test. Type Preliminary Confirmation Cut-Off Levels (ng/ml) Levels Amphetamines 1000 500 Cocaine 300 150 PCP -Phencylidine 25 25 Opiates 2000 2000 THC Cannabinoids 50 15 Ethanol (Alcohol) .04% w/vol. .04% w/vol. (enzyme assay) (GC/FD) ALCOHOL TESTING LEVEL The minimum requirement for a positive test result for alcohol will be a BAC of 0.04% w/vol., a level consistent with Department of Transportation and the New drugs, preliminary cut off and confirmation levels may be modified periodically in order to parallel the Department of Transportation and the Commercial Drivers License guideline requirements. APPENDIX B - INSTRUCTIONS FOR DILUTED SPECIMEN RETEST A diluted specimen result will require a retest, and a second diluted result, without a medical reason; will result in the same consequences as a positive test result. . The representative. The employee is to be provided with the below specific instructions on fluid intake prior to retesting, to prevent another diluted specimen. The collection for another test must be done the following morning of the workday after the employee /contractor has been notified, unless there are reasonable circumstances communicated and approved by the database manager. The database administrator may at its discretion reject the explanation. If the employee 13 12 01/05 or contractor disputes the decision of the database manager the employee/contractor can contact the MICCS office and the Substance Abuse Committee may consider the matter further. INSTRUCTIONS TO BE GIVEN TO EMPLOYEE PRIOR TO RETESTING 1. Consume no fluids after 9:00 PM the night before collection. 2. Limit fluid intake to a minimum the day of collection. 3. Supervisor will advise the time and location of testing. 4. another dilute specimen. If the employee has a medical condition that will cause a dilute specimen he will need to have his physician provide medical information to the MRO for evaluation. His physician must provide this information in writing to the MRO for evaluation at Midwest Toxicology Services Inc. The MRO will, after reviewing the information from the physician, issue a final report to his/her employer. Medical Review Officer Midwest Toxicology Services Inc. 324 E. New York St., Suite 300 Indianapolis, IN. 46204 FAX 317-262-2222 Confidentiality New Era will endeavor, to the greatest extent possible, to protect the confidentially of information regarding individual test results. New Era will treat information regarding individual tests results or the details of any treatment program confidentially, to the greatest extent Pre-Qualification b.ix Tax liens or Tax delinquencies ESCO Communications, LLC. d/b/a New Era Technology ensures that we do not have any tax liens or tax delinquencies owed to any federal, state or local taxing body in the preceding three (3) years. CONFIDENTIALITY NOTICE: This proposal, including all attachments, is for the sole use of the intended recipient(s) and may contain confidential and privileged information. If you are not the intended recipient, you may NOT use, disclose, copy or disseminate this information. 7506 Honeywell Drive | Fort Wayne, IN 46825 | PH: 260-490-8111 | FX: 260-490-9111 | www.neweratech.com Pre-Qualification b.i Similar Projects Trine University: MTI Center (eSports) Enhancing the Student Experience at Trine University Summary Trine University, located in Angola, Indiana, is a private, non-profit, post-secondary university. Tasked with finding a qualified and respected systems integrator, Trine needed a partner that could help design and install equipment for two new integral facilities on campus. The first facility, Thunder Ice Arena, is a NCAA and ADA-compliant ice rink. The arena needed a cost-effective and high-quality sound system and remote streaming capabilities for the newly built space. The second facility, the MTI Center, is a 74,840 square- basketball, bowling and E-sports, the facility also houses a fitness center, golf pro shop, banquet room, training room, Athletic Hall of Fame, and an alumni suite. Each facility required customized solutions. Challenge To secure a systems integrator partner to help design and install equipment that was both cost- effective and high-quality for two integral, multi-faceted facilities on campus, without compromising initial thought and design. Solution The college selected New Era Technology to design and implement integrated solutions consisting of an Arena Sound System for Thunder Ice Arena and AV Solutions and live streaming for the MTI Center, two significant facilities on campus, all within a limited timeframe. The systems provided in the facilities help bring to life what has become a student and community-driven space for years to come. user to control it is remarkable. New Era took our vision and designed a system that has created real- world experiences for our stud success story on campus, and it runs on the backbone of the design CONFIDENTIALITY NOTICE: This proposal, including all attachments, is for the sole use of the intended recipient(s) and may contain confidential and privileged information. If you are not the intended recipient, you may NOT use, disclose, copy or disseminate this information. 7506 Honeywell Drive | Fort Wayne, IN 46825 | PH: 260-490-8111 | FX: 260-490-9111 | www.neweratech.com Harrisburg University of Science and Technology Leveling Up: The Creation of a Stunning eSports Center at Harrisburg University New Era Technology was engaged by Harrisburg University of Science and Technology to develop a design solution for a new eSports practice space. New Era had to create a design solution that overcame challenges presented by the size of the Harrisburg space and the need to ensure the image display the fast-paced action of a match to a large video wall with such a relatively close viewing distance while maintaining the high frame rate needed. An aggressive implementation schedule was eSports tournament and festival, the HUE Festival. A seventeen (17) panel Barco UniSee video wall solution, along with supporting audio and signal processing control system was selected. Additionally, a user-friendly Crestron control system was developed to allow for flexibility of signal routing and content layout on the video wall. The video wall allows for several screen layouts giving users the flexibility for multi-player gaming or focusing on one or two players at a time for coaching analysis. To provide sound masking during gaming sessions for players seated nearby New Era strategically mounted pendant ceiling speakers throughout the facility. The bezel-less design ensures that regardless of the configuration, the uniformity of the images remain the same. This facility has become a jewel for not only Harrisburg University but also for the entire collegiate eSports community for years to come. CONFIDENTIALITY NOTICE: This proposal, including all attachments, is for the sole use of the intended recipient(s) and may contain confidential and privileged information. If you are not the intended recipient, you may NOT use, disclose, copy or disseminate this information. 7506 Honeywell Drive | Fort Wayne, IN 46825 | PH: 260-490-8111 | FX: 260-490-9111 | www.neweratech.com University of Notre Dame Campus Crossroads Adding over 800,000 square feet to a pre-existing stadium is no minor task largest building initiative in history. Over the course of a year and a half, New contributed to help make the stadium a year-round hub to include academic, performance, digital media, hospitality, and student life. While each space required a unique blend of technology to meet the broad wingspan of functional needs, the sophistication of audio, video and control transport also demanded the integration throughout to be manageable by various UND support staff and departments following project completion. The result was the most integrated collection of AV Systems on the entire campus. Contributions included stadium and concourse audio, as well as nearly 120 AV systems that are utilized for classrooms, conference rooms, locker rooms, and music rooms. Additionally, IPTV, digital signage throughout the stadium, CCTV, access control, broadcast cabling, and theatrical rigging and lighting were included. Working very closely with Barton Malow, the Design-Builder selected for the project, Neal Morton, VP -planned and well-delivered experience. New Era provided value-engineering options that were forward- provide uniquely-qualified sta This project received a 2019 Integrator Award by Commercial Integrator for Best Large Venue. CONFIDENTIALITY NOTICE: This proposal, including all attachments, is for the sole use of the intended recipient(s) and may contain confidential and privileged information. If you are not the intended recipient, you may NOT use, disclose, copy or disseminate this information. 7506 Honeywell Drive | Fort Wayne, IN 46825 | PH: 260-490-8111 | FX: 260-490-9111 | www.neweratech.com Purdue University: Football Performance Complex High-Performance Sound System Installed at Purdue Football Performance Complex -performance sound system for its expansive weight room and lo the building. As noted in a project profile by Fulcrum Acoustic, the weight room required a powerful, wide beamwidth sound system that could integrate with the center-hung video display. The locker room required loudspeakers with high output, low-frequency impact, and solid musicality. New Era Technology was the integrator selected to provide and install the equipment, which included all configuration, programming, testing, and commissioning of the systems deployed in the 20,900 square-foot weight room and the 11,600 square foot locker room. CONFIDENTIALITY NOTICE: This proposal, including all attachments, is for the sole use of the intended recipient(s) and may contain confidential and privileged information. If you are not the intended recipient, you may NOT use, disclose, copy or disseminate this information. 7506 Honeywell Drive | Fort Wayne, IN 46825 | PH: 260-490-8111 | FX: 260-490-9111 | www.neweratech.com